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PERFORMANCE RELATED PAY

PERFORMANCE RELATED PAY. RBKC. BACKGROUND. Kent County Council Initiative: What have they done? Introduced performance related pay progression & payment of non consolidated bonuses in 2010. What have we done?

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PERFORMANCE RELATED PAY

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  1. PERFORMANCE RELATED PAY RBKC

  2. BACKGROUND Kent County Council Initiative: What have they done? Introduced performance related pay progression & payment of non consolidated bonuses in 2010. What have we done? Introduced performance related pay progression & payment of non consolidated bonuses in1988.

  3. HISTORY 1988 – Raft of ground breaking measures: Performance Related Pay (PRP) Hay JE Scheme / Pay ranges Local long pay ranges for APTC staff Travel allowance payment Car Leasing Scheme Private Health Care Scheme

  4. HOW DOES IT WORK? Allied to Hay Pay Ranges 3 elements to Hay yearly pay: General pay increase paid in April Overall performance increase paid in May Bonus payment for achievement and specific set targets paid in May

  5. PERFORMANCE RATING CATEGORIES Overall Performance: 0% - Limited Effectiveness 1% - Mostly Effective 1.5% Fully Effective 2% - Highly Effective 4% - Exceptional

  6. PERFORMANCE RATING CATEGORIES Target Achievement: 0%-Targets not achieved 3%- Most targets achieved 5%- All targets achieved 10%- Exceptional NB: Norm is 1.5% for O.P. and 5% for Targets

  7. AUTHORISATION PROCESS Line manager recommendation subject to review through management chain Business Group Executive Directors have moderating role Report for Leader and Chief Executive: Ratings, details / costings etc. Chief Executive and Leader require separate justification for top ratings and these are subject to special scrutiny Administration, payment and notifications all done through central Personnel Department

  8. CHANGES AND DEVELOPMENTS Some revisions over the years: Drive to encompass all staff above SO2 Extended from Senior Management to Middle and Junior Management Resistance from Social Workers Electronic notification

  9. RECENT INNOVATIONS Two major changes: On-line electronic workflow processing Shift of emphasis to Overall Performance to coincide with introduction of REAL performance framework combined with self assessment process

  10. CURRENT ISSUES Cost Political sensitivity Equal Pay – PRP compliant but vulnerability with Special Grades Savings and savings proposals Future direction of travel

  11. Any questions?

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